International Journal of Information and Education Technology, Vol. 4, No. 3, June 2014

270DOI: 10.7763/IJIET.2014.V4.411

Abstract—The main objective of this study was to find out the

relationship of job stress with job attitudes in college lecturers.

This is a cross-sectional study design based on purposive

sampling technique. The results revealed that job stress has a

significant negative relationship with job performance, job

satisfaction, and life satisfaction while positively significant

related with turnover intentions. Further a significant

difference was found among married and unmarried college

lecturers on these study variables.

Index Terms—Job stress, job performance, job satisfaction,

life-satisfaction.

I. INTRODUCTION

The unpleasant condition or position at work place which

negatively influence on an individual’s overall well-being

and performance is known as job stress. Due to these

unwanted settings, a person suffers from physical and mental

illnesses. Job stress is not a new phenomenon of the present

day. The term stress is coined with the Selye and it is the

general psychological and physiological reaction of the body

to any event or stressor [1]. There are many types of stressors

like noise and dim light at working place, high job demands,

role overload, role ambiguity, lack of sleep and time pressure.

These variables can lead to high job stress which can cause

poor health and dissatisfaction with the job attitudes [2]. Job

stress varies from general stress. Job stress is a

confrontational response to the job descriptions of employees

[3]. “Reference [4] labeled job stress as a work related

psychological pressure and a worker’s ability to respond and

grip the specific situation at work place skillfully”. Many

previous studies investigated that the escalation in workload

and long working hours also provide the base of occupational

stress among the academicians [5], [6]. The job demands of

the teaching profession as researchers, administrators and

supervisors also increase job related stress among teachers of

higher education [7]. Due the rapid changes in higher

education structure, the academicians also supposed to

perceive a considerable increase in the executive

responsibilities which cause psychological problems [8].

There are many individual differences and abilities among

the teaching staff which lead them to emotional and

psychological worries. The main factors of this state are

excessive research work, shortage of time and energy as well

as over loads of teaching the extra classes [9]. In particular

several researches described that increasing professional

responsibilities are the most important elements that

Manuscript received August 17, 2013; revised November 20, 2013.

Ejaz Ahmed Khan is with the International Islamic University Islamabad

Pakistan, Pakistan (e-mail: ejaz_psychologist@yahoo.com).

contribute their share in prevailing the psychological and

emotional problems and poor job performance [10], [11].

There are many personal differences, inter and intra personal

conflicts among the teaching staff, everyday work load,

contradictory demands from colleagues and seniors, uneven

demands from their different personal and organizational

roles, insufficient resources for suitable presentation,

unsatisfactory proficiency to meet the demands of their job,

poor self-sufficiency to make decision on different tasks

became the main basis of job related stressors [12], [13].

II. LITERATURE REVIEW

It was evidenced in the past studies that jab stress

deposited adverse relationship on job attitudes,

self-confidence, dissatisfaction with life and the upswing in

turnover intentions [14]-[16]. Job stress is an outcome of

many psychosocial factors which affect the workforce in

irregular ways. “Reference [17] described that there is an

undesirable correlation between job stress and job

performance”. A famous study of the faculty members of a

medical college also established these results across the

gender [18]. Stress is connected to some psychological

problems i.e. anxiety, low self-esteem and motivation, mood

variations. These consequences decline the job performance;

job satisfaction and climbing the turnover intentions severely

without gender regard [19]. The subject of turnover

intentions has been deeply rooted history and remarkable

reputation among researchers, consultants and academicians

around the world. “Reference [20] defined the turnover

intentions as it is a rational and measured attitude towards

leaving a job. Many studies in the past pointed out that

turnover intention forecasts the turnover precisely [21], [22].

Job stress has broad consequences on turnover intentions.

The high amount of stress leads to dissatisfaction with the job

and low job performance. This deprived situation provides a

favorable environment for turnover intention among the

employees. Finally they leave the job and find a better

opportunity [23], [24].

“Reference [25] described the term job satisfaction as it is

a stable and balanced arrangement of environmental,

psychological and physiological situations at work place.

Due to this refine linkage of these features an individual

enforced to say that I am satisfied with my job.” Job

satisfaction depends upon the optimistic feelings of

employees towards their jobs [26]. Job satisfaction is

observed as the feelings experienced by an individual after

the completion of a task or job. This mental or psychological

state could be positive or negative and primarily conditioned

with the outcome of that completed the job [27]. “Reference

[28] conducted a study on health workers and established the

negative relationship among job stress, job satisfaction and

Ejaz Ahmed Khan, Muhammad Aqeel, and Muhammad Akram Riaz

Impact of Job Stress on Job Attitudes and Life Satisfaction

in College Lecturers

International Journal of Information and Education Technology, Vol. 4, No. 3, June 2014

271

job performance. Another research revealed the negative

significant association with job satisfaction and poor physical

health, low psychological well-being and high level of job

stress [29].

“Reference [30] defined that stress is the key component

and have positive significant correlation with high turnover

and turnover intentions, absenteeism and costs substantial

health problems. These researchers also established the

negative significant relation to decreased job performance,

job satisfaction and low level of satisfaction with life”.

Numerous past researches also highlighted the significant

link between stress and its contrary reactions such as sleep

disorders, psychological problems, heart disease and low

level of job performance, job satisfaction, rising turnover

intentions and low standard of satisfaction with life [31]-[33].

A. Purpose of the Study

From the last three decades stress is a topic of

wide-ranging attention to industrial and organizational

scholars, managing experts, and human resource

administrators. Keeping in mind the importance of this

bubbly and fizzing issue this current study has following

objectives:

1) The primary objective was to inspect the association of

job stress with job performance, job satisfaction,

turnover intentions and life satisfaction among the

college lecturers.

2) The second objective was to estimate the level of all

study variables between married and unmarried college

lecturers.

B. Hypotheses

From the extensive literature review we formulated these

hypotheses as under:

H1: There is negative relationship of job stress with job

performance, job and life satisfaction among collage

lecturers.

H2: There is positive relationship between job stress and

turnover intentions among collage lecturers.

H3: Unmarried lecturers are high on job stress and

turnover intentions.

III. METHOD

A. Participants

The participants were comprised on teaching community

and the sample covered only one hundred and forty college

lecturers (N = 140) equal male (n = 70) and female (n =70)

from different public higher educational colleges of

Faisalabad division Pakistan. For the purpose of data

collection we applied purposive sampling method.

B. Instruments

The participants were requested to complete a set of

questionnaires according to their agreement and

disagreement with all statements. For the measurement of job

stress the Job Stress Questionnaire, JSQ [34] was used. The

Alpha Reliability (α) was 0.80. Job performance was

evaluated with six items scale [35]. The reliability (α) of the

scale was 0.87. For the assessment of job satisfaction and

turnover intentions we use Michigan Organizational

Assessment Questionnaire “unpublished” [36]. These two

scales contained three items each. The Cronbach’s Alpha

Reliability (α) was 0.88 and 0.82 respectively in our study.

For assessing the life satisfaction we used Life Satisfaction

Scale [37]. This scale has 5 items and the reliability was 0.85.

C. Procedure

This study based on cross-sectional survey design. Before

administering the study scales the informed consent was

received from the participants and then the researchers

informed the participants individually the importance,

purpose and implications of this study. All the participants

were contacted and approached during their free periods and

breaking times. Approval was also got from the principals of

the respective colleges for the purpose of data collection.

During this data collection process ethical issues were

followed on top priorities.

IV. RESULTS

The major research question for this current study was

sought out the relationship of stress among job outcome and

life satisfaction. In order to answer this research question the

required statistical analyses were computed for the results.

The results are presented as under (See Table I):

TABLE I: THE DESCRIPTIVE STATISTICS, ALPHA RELIABILITY AND

PEARSON CORRELATION

Variables M SD α 1 2 3 4 5

JS 18.76 5.11 .80 - -.18* .54** -.41** -.45**

JP 3.89 .87 .87 - -.28** .49** .16

TI 8.22 3.62 .82 - -.56** -.53**

JS 22.24 4.23 .88 - .34**

LS 7.05 1.38 .85 -

*P<.05, **P<.01

Note: JS (Job Stress), JP (Job Performance), TI (Turnover Intentions), JS

(Job Satisfaction), LS (Life Satisfaction).

This table revealed that job stress was significant

associated with job performance(r= -.18, P <.05), turnover

intentions (r= .54, P < .01), job satisfaction (r= -.41, P < .01),

and life satisfaction (r= .45, P <.01). Job performance was

significant correlated with, turnover intentions (r= -.28, P

< .01), job satisfaction (r= .49, P < .01) whereas life

satisfaction was non-significant correlated (r= .16). Turnover

intentions was significant correlated with job satisfaction (r=

-.56, P < .01) and life satisfaction (r= -.53, P < .01). Job

satisfaction was significant with life satisfaction(r= .34, P

< .01).

Table II revealed that stress was significant predictor for

job performance (β = - .18*, ΔR2 = .024, F =3.18*), turnover

intention (β = .54***, ΔR2 = .201, F =36.18***), job

satisfaction (β = - .41***, ΔR2 = .158, F = 17.73***), and life

satisfaction (β = - .45***, ΔR2 = .201, F =23.35*). This

model explained that if stress is higher than job performance,

job satisfaction, and life satisfaction will be reduced while

turnover intention will be high among lecturers.

International Journal of Information and Education Technology, Vol. 4, No. 3, June 2014

272

TABLE II: LINEAR REGRESSION ANALYSIS

JP TI JS LS

Model β ΔR2 F Β ΔR2 F β ΔR2 F β ΔR2 F

JS -18* .024 3.18* .54*** .201 36.18*** -.41*** .158 17.73*** -.45*** .201 23.35***

*P<.05, **P<.01, ***P<.001

TABLE III: MEAN, STANDARD DEVIATION AND T-VALUE

Married (n = 70) Unmarried (n = 70) 95% CI

Variables M SD M SD t(138) p LL UL Cohen’s d

Job Stress 17.89 4.94 22.52 4.09 3.58 .05 -7.20 -2.06 1.02

Job Performance 3.99 .75 3.65 .98 1.75 .00 -.04 .72 .29

Turnover Intention 7.77 3.38 10.55 3.97 3.25 .00 -4.46 -1.08 .75

Job Satisfaction 22.68 3.73 20.00 5.81 2.65 .00 .68 4.68 .54

Life Satisfaction 7.22 1.36 6.20 1.19 3.13 .00 .37 1.67 .79

Table III revealed that stress and turnover intentions were

significant higher among unmarried lecturers than married

lecturers. The results shown in same table that job

performance, job satisfaction and life satisfaction was higher

among married lecturers as compare to unmarried lecturers.

The Cohen’s d showed that stress and turnover intentions was

highly correlated among unmarried lecturers as compare to

married lecturers while job performance, job satisfaction and

life satisfaction were moderately correlated among married

and unmarried lecturers.

V. DISCUSSION

The results of this study exposed the negative relationship

of job stress with job performance, job satisfaction, and life

satisfaction. However, stress has a positive significant

relationship with turnover intentions among lecturers. The

findings also pointed out that the level of stress and turnover

intentions in unmarried lecturers is high as compare to

married lecturers. The hypotheses of this study are sustained

by the results. These findings are constant with the prior

researches too. According to the results of previous

investigations job stress has negative significant association

with job performance [38], [39], life satisfaction, job

satisfaction and turnover intentions [40]-[42]. Due to job

stress the job performance and job satisfaction decreases and

the turnover intentions increases [43]. Various previous

studies also verified that employees who face unusual high

job stress have low levels of job performance, job satisfaction

and life satisfaction. Ultimately this state of dissatisfaction

leads to high turnover intentions. Unmarried employees

showed high job stress as compared to married employees

due to poor peer relations and low social support from the

family members [44]. “Reference [45] explained that

unmarried and young employees have low levels of job

performance, job satisfaction, low level of satisfaction with

life and high turnover intentions as compared to married and

older workers. The results of this current study proved with

the previous studies and have strong support from their

findings.

VI. LIMITATIONS AND SUGGESTIONS

The current study also incorporated with some limitations.

Due the shortage of time and resources we only approached a

small sample of the vast population. This factor can raise the

question of the generalizability. To avoid this issue the

sample would be increased in upcoming researches. This

study also carries the road map for future research in wide

organizational and administrative perspective. Later studies

can comprehend the other variables in large and comparative

sample with the present variables to enhance the

generalizability and reliability of the findings. The sampling

technique using for data collection in this study could be

improved in future by adopting the random sampling

technique.

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Ejaz Ahmed Khan was born on 13 March 1967, in

Jhang Punjab Pakistan. He has completed his MSc

Psychology degree in 1992 from the University of

Punjab Lahore Pakistan, MA Political Science in 2010

from University of Sargodha Punjab Pakistan and MS

I/O Psychology in 2011 from International Islamic

University Islamabad Pakistan respectively. At present

he is a PhD Scholar at International Islamic University

Islamabad. He is interested in I/O Psychology and my areas of interest are

Organizational behavior, Job attitudes, Occupational Role Stressors,

Work-family Conflict, Work-family Enrichment, Conflict Management,

Organizational Politics, Group Dynamics, Political and Electoral Behavior.

He has presented his research articles in different conferences.

He is working as a lecturer in the Applied Department of Psychology at

Govt Post Graduate College Jhang, Punjab Pakistan since 1996. He also a

life time member of Pakistan Psychological Association.

Muhammad Aqeel was born on 1986 in Toba Tek

Singh Punjab Pakistan. He have completed my MSc

Psycholoy degree in 2012 from Quaid-I-Azam

University Islamabad Pakistan. Currently. He is doing

MS in Clinical Psychology at International Islamic

University Islamabad Pakistan. He has been trying to

explore Antecedents and consequences of truancy in

school children since last two years. He has skills

regarding to latest software SPSS-20 R, Amose and M.Plus

Muhammad Akram Riaz was born on 26 July 1985 in

Sargodha Pakistan and recently. He is living in

Islamabad. He has completed his master Psychology in

2012 from Quaid-I-Azam University Islamabad

Pakistan. Recently he is doing MS Psychology from

International Islamic university Islamabad Pakistan. He

has skills in using SPSS for analyzing the data. He also

is working as a visiting lecturer in the Department of

Psychology, International Islamic University Islamabad.